THERE are several measures an employee can take to avoid dreaded layoffs even as the road gets bumpier. Human-resource experts gave my paper several tips on what to do.
For a start, difficult though it may sound, an employee who thinks he may be retrenched should stay focused on his job and continue to deliver "high quality work that is above expectations".
This will remind managers that he makes valuable contributions to his firm.
HR company Robert Half Singapore identified six tell-tale signs that indicate whether an organisation is on the brink of implementing layoffs.
Generally, seeing just "one or two signs" should not be a major cause for alarm, said Mr Tim Hird, Robert Half's managing director.
Still, if signs such as cost-cutting measures or exclusion from meetings start to worry an employee, he should raise his concerns with his manager as soon as possible - he may find out that his worries are unfounded.
In the end, "it is important not to take layoffs personally as businesses are simply responding to changing conditions", advised Mr Hird.
Even if retrenchment is inevitable, it is not the end of the world. Mr David Ang, executive director of the Singapore Human Resources Institute, said that employees should use the downtime to upgrade their skills.
"Employees should also be willing to accept new responsibilities and help the company during these tough times, rather than getting depressed by doing nothing," said Mr Ang.
